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Title: Agreement between University of Florida Board of Trustees and Graduate Students United, United Faculty of Florida
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Permanent Link: http://ufdc.ufl.edu/UF00091649/00001
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Title: Agreement between University of Florida Board of Trustees and Graduate Students United, United Faculty of Florida
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Language: English
Creator: University of Florida
Publisher: University of Florida
Place of Publication: Gainesville, Fla.
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Volume ID: VID00001
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Holding Location: University of Florida
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Full Text



University of Florida Board of Trustees


Graduate Assistants United
United Faculty of Florida



Article 1 Recognition........................ ....... .............................. 4

Article 2 Appointments, Reappointments, and Terminations ................... 5

Article 3 Employment Performance Evaluation................... ........... 7

Article 4 Employee Evaluation File........................ ............................... 9

Article 5 Academic Freedom .............................. ................ 10

A article 6 W ork lo ad .............. .............................................. ............................ 1

Article 7 Outside Activity/Conflict of Interest .......................................... 12

Article 8 Unlawful Discrimination ........................ ..................... 13

Article 9 Copyrights and Patents ................. ...... ....................... 14

Article 10 Leaves of Absence ..................................... ................. ... 15

Article 11 Grievance Procedure and Arbitration .................................... 16

Article 12 -Matriculation and Tuition Program ........................... ........... 22

Article 13 Reserved Rights ...................................................................... 23

Article 14 U se of Facilities ...................................................................... 24

Article 15 Union Deductions ................................................................... 26

Article 16 Insurance Deduction .... .......................... ............... 28

Article 17 Miscellaneous Provisions .................................. 29

A article 18 Other Em ployee Rights.................................. ....................... 31


Article 19 Totality of Agreement........................................... 33

A article 20 Severability ................. ............................................. .......... .. 34

Article 21 Amendment and Duration....................................... 35

Article 22 Definitions.............................................. 36

Article 23 Stipends........................ ......... ..... ................. 37

A article 24 C onsultation ................. .................................... ................... .. 38

Signature P age....................... ...... .............. ........................ .. ............ .. 39

A ppendix A ........ ...... ..... ...... ..................... ........... ... 40

Appendix B ........ .... .................................. .... .. ............ 42

A appendix C ........... .... ...... ........ .. ........................................... 46

A p p en d ix D ......... ...... .. ........ .. ................... ................... ................... .. 4 8

Article 1


1.1 Bargaining Unit. Pursuant to the certification of the Florida Public Employees Relations
commission, certification No. 1488 dated June 18, 1980, of the United Faculty of Florida (UFF)
as the exclusive representative, solely for the purpose of collective bargaining pursuant to
Section 447.389, F.S. for all employees in the bargaining unit described in said certification, the
University Board of Trustees has entered into this Agreement. The bargaining unit is described
in the certification but, for convenience, may be described as employees in the following titles at
the University of Florida:

Graduate Research Assistant,
Graduate Research Associate,
Graduate Teaching Assistant,
Graduate Teaching Associate, and
Graduate Assistant.

1.2 Exceptions. Nothing contained in this Agreement shall be construed to prevent the
UBOT or its representatives from meeting with any individual or organization or hear views on
any matter; provided, however, that as to any such matter which is a proper subject of collective
bargaining and covered by a term of this Agreement, any changes or modification shall be made
only through negotiations and agreement with UFF.

Article 2


2.1 Letter of Appointment. The University shall make appointments on standard letters of
appointment, signed by a representative of the University designated by the president or
representative and the appointee. The letter of appointment shall be sent to the appointee within
ten (10) days after the conditions necessary for the appointment have been met. No salary shall
be paid in the absence of a signed letter of appointment properly on file with the University
Board of Trustees. The employing department shall ensure that the singed letter of appointment
is properly on file. The letter shall contain the following elements as a minimum:

(a) Date;
(b) Professional Classification System title and job code, if any;
(c) Employment unit (e.g., department, college, institute, area, center, etc.);
(d) Length of appointment;
(e) Special conditions of employment including a description of their duties;
(f) Name of supervisor;
(g) A statement that the employee's signature shall not be deemed a waiver of the
right to process a grievance with respect to the appointment in compliance with
Article 11, Grievance Procedure, and a reference to the UFF-GAU website;
(h) A statement that the appointment is subject to the Constitution and laws of the
State of Florida and the United States, the rules of the Board of Governors and the
UBOT, and this Agreement, with the web address where the Agreement may be
(i) Percent of full-time effort (FTE) assigned in terms of a 40 hour work-week; and
(j) Salary rate and bi-weekly stipend.

2.2 Reappointments. No appointment shall create any right, interest, or expectancy in any
other appointment beyond its specific term. Upon written request, the GAU shall be provided
information regarding established guidelines for teaching assistant appointments. When
appointed, employees shall be provided with criteria concerning reappointment.

2.3 Length of Appointment. Appointments may be for any period of time up to one (1)
calendar year. Appointments for graduate assistants shall be consistent with the faculty.

2.4 Notice:
(a) Fall Appointments. Employees serving in at least one (1) semester appointment
during an academic year shall be provided with a letter of intent regarding
continuation or non-continuation of employment for the subsequent Fall semester
as soon as practicable, but in no event later than May 15. A final letter of
appointment, if necessary, shall be provided to the employee by June 30.

(b) Spring Appointments. Employees, who will be offered an appointment to
commence at the start of the Spring semester, shall be provided with a letter of
intent by August 30. A final letter of appointment for mid-year appointees, if
necessary, shall be provided to the employee by October 30.

2.5 Changes in appointment.
(a) Any appointment may be curtailed, diminished, or terminated at any time, only by
reason of any one of the following:

1. Continued failure to perform duties as specified in the Letter of
Appointment, after written notification;
2. Failure of the employee, in the academic judgment of the University, to
maintain satisfactory student status or to make appropriate progress
toward the degree;
3. Incompetence, which is documented, or misconduct of the employee;
4. Completion of degree requirements;
5. Lack of funds as a result of adverse financial conditions.

(b) In case of 2.5(a)(5) above, the University shall provide three weeks notice, if
practicable, and make every effort to reassign the affected employee. The notice
shall include a statement which indicates that this action is grievable under the
provisions of the University Board of Trustee/Graduate Assistant United
Collective Bargaining Agreement.

(c) When the President or representative has reason to believe that the employee's
presence on the job will adversely affect the operation of the University, the
President or representative may immediately place the employee on leave with
pay, pending investigation of the events) leading to that belief. However, such
leave with pay shall not extend beyond the semester in which the action by the
President or representative was taken.

Article 3


3.1 Policy. The job performance of each employee, whose term of appointment is one (1)
semester or longer, shall be evaluated in writing once during each such appointment. The
employment evaluation shall include evaluation of assigned duties and such other responsibilities
as are appropriate to the assignment. Personnel decisions shall take such employment
evaluations into account, provided that personnel decision need not be based solely on written
employment performance evaluations.

3.2 Procedures. The employment evaluation shall be discussed with the employee, at which
time any deficiencies shall be specifically noted and suggestions for their improvement made. A
reasonable schedule shall be given to accomplish the necessary improvements. Such evaluation
shall be placed in the employee's evaluation file. The employment evaluation shall be signed by
the person who performed the evaluation and shall be shown to the employee, who shall be given
the opportunity to sign it. A copy of the employment evaluation shall be given to the employee.
The employee may attach a concise comment to the evaluation. Written student comments or
evaluations need not be signed to be used for evaluation purposes.

3.3 Observations and Visitations. Observations or visitations for the purpose of evaluating
employee performance may be either announced or unannounced.
(a) Within two (2) weeks after an observation or visitation, the employee shall have
an opportunity to meet and discuss the observation or visitation with the observer.
UBOT and the UFF-GAU agree that it is beneficial for the employee and the
observer to meet as soon as possible after the observation.
(b) If a written comment by the observer regarding the observation or visitation is
prepared, it shall be placed in the evaluation file. A copy of such comment shall
be given to the employee no later than two (2) weeks following the observation, if
practicable. Such comment shall not be grievable; however, the employee shall
have the right to respond in writing and shall have such response attached. The
employee shall have the right, to be exercised within three (3) working days after
the meeting with the observer, to request in writing an additional observation or
visitation by a different observer. Such additional observation or visitation shall
be accomplished prior to the end of the semester, and shall be placed in the
evaluation file. The employee shall have the right to respond to this observation
also and have the response attached.

3.4 Criteria.
(a) Performance evaluations pursuant to Article 3.1 shall be based upon assigned
duties, and shall consider the nature of the assignment, and, where applicable, in
terms of:
1. Teaching effectiveness, including effectiveness in presenting knowledge,
information, and ideas by means or methods such as lecture, discussion,
assignment and recitation, demonstration, laboratory exercise, practical
experience, and direct consultation with students. The evaluation shall
include consideration of effectiveness in imparting knowledge and skills,
and effectiveness in stimulating students' critical thinking and/or creative
abilities, and adherence to accepted standards of professional behavior in
meeting responsibilities to students.
2. Contribution to the discovery of new knowledge, development of new
educational techniques, and other forms of creative activity. The
evaluation shall include consideration of the employee's productivity,
including the quality and quantity of what has been done during the year
and of the employee's research and other creative programs and
contributions; and recognition by the academic or professional community
of what is done.

Article 4


4.1 Policy. There shall be only one (1) employee evaluation file in which all written
materials used to evaluate employee performance are maintained so that when evaluations and
personnel decisions are made, the only documents which may be used are those contained in that
file. A copy of the employee's performance evaluation shall be given to the employee in
accordance with Section 3.2. Employees shall be notified, upon request, of the location of the
employee evaluation file and the identity of the custodian. A notice specifying the location of
the official evaluation file shall be posted in each department or comparable unit.

4.2 Access. An employee may examine the employee evaluation file upon reasonable
advance notice, during the regular business hours of the office in which the file is kept, normally
within the same business day as the employee requests to see it and under such conditions as are
necessary to insure its integrity and safekeeping. Upon request, an employee may paginate with
successive whole numbers the materials in the file, and may attach a concise statement in
response to any item therein. Upon request and the payment of a reasonable fee for
photocopying, an employee may obtain copies of any materials in the evaluation file. A person
designated by the employee may examine that employee's evaluation file with the written
authorization of the employee concerned and subject to the same limitations on access that are
applicable to the employee.

4.3 Indemnification. UFF agrees to indemnify and hold UBOT and the University, and their
officials, agents, and representatives harmless from and against any and all liability for any
improper, illegal, or unauthorized use by UFF of information contained in such employee
evaluation file.

4.4 Use of Evaluative Material. In the event a grievance proceeds to arbitration, the UBOT,
UFF, the arbitrator, and the grievant shall have the right to use copies of materials from the
grievant's evaluation file in the arbitration proceedings.

4.5 Anonymous Material. No anonymous material shall be placed in an employee evaluation
file, except for student evaluations which are part of a regular evaluation procedure of classroom

4.6 Materials in Evaluation File. Evaluative materials or summaries thereof, prepared as part
of a regular employee evaluation system, may be placed in an employee evaluation file when

4.7 Removal of Contents. Materials shown to be contrary to fact shall be removed from the
file. This section shall not authorize the removal of materials from the employee evaluation file
when there is a dispute concerning a matter of judgment or opinion rather than fact. Materials
may also be removed pursuant to the resolution of a grievance.

Article 5


It is the policy of the UBOT and UFF to encourage graduate assistants, in fulfillment of their
assigned teaching responsibilities, to give their own interpretation of instructional materials used
by them-whether self-chosen or prescribed by the teaching unit-within the bounds of
knowledge and methodologies appropriate to the disciplinary field, under the guidance of the
employing department or unit. In fulfilling assigned research duties, graduate assistants will be
encouraged to exercise creativity and sound judgment in carrying out the theoretical, conceptual,
and methodological design of the research under the guidance of the research supervisor. When
the Graduate Assistant is primarily responsible for the course, the Graduate Assistant shall
determine grades in accordance with UBOT College, and Department policies, if any.

Article 6


6.1 Assignment of Responsibilities.
(a) No employee shall be assigned employment responsibilities during semester that
exceed an average of ten (10) hours per week for one-fourth time; thirteen and one
third (13.3) hours per week for one-third time; twenty (20) hours per week for a one
half time appointment; or thirty (30) hours per week for a three-quarter time
appointment. The same proportional relationship applies to all other FTE's.
(b) For the purposes of determining whether an assignment can be accomplished within
the time limitations described herein, research and other activities that lead directly to
an employee's thesis, dissertation, or other degree requirements need not be counted
as part of the assigned workload.

6.2 Grievability. In the event an employee has reason to believe that the assignment exceeds
the guidelines described in Section 6.1, the employee may file a grievance pursuant to the
procedures in Article 11.

Article 7


7.1 Policy. Outside employment or other activities that the University can show interfere
with an employee's obligation to the University or that constitute a conflict of interest are
prohibited. No employee who engages in outside employment or other activity shall claim to be
an official University representative in connection with an outside employment or other activity.
No employee may use University personnel, equipment, or facilities in connection with the
outside employment or activity without prior approval of the President or representative.
Approval for the use of University facilities, equipment, or services may be conditioned upon
reimbursement for the use thereof.

7.2 Report of Outside Activity.
(a) Any employee who proposes to engage in any outside activity which the employee
should reasonably conclude may create a conflict of interest, shall report to the
employee's supervisor, in writing, the details of such proposed activity prior to
engaging therein.
(b) The report, as described in paragraph 7.2(a), shall include, where applicable, the
name of the employer or other recipient of services; the funding source; the location
where such activity shall be performed; and the nature and extent of the activity.

Article 8


8.1 Policy. Neither the UBOT nor UFF shall discriminate against or harass any employee
based upon race, color, sex, religious creed, national origin, age, veteran status, disability,
political affiliation, sexual orientation, or marital status, nor shall the University or the UFF
abridge any rights of employees related to union activity granted under Chapter 447, Florida
Statutes, including but not limited to the right to assist or to refrain from assisting the UFF.
Personnel decisions shall be based on job-related criteria and performance.

8.2 Sexual Harassment.
(a) Sexual harassment, as defined by federal law, is a prohibited form of sex
(b) The University strictly prohibits sexual harassment. Sexual harassment is defined
as unwelcome sexual advances, requests for sexual favors, or verbal or physical
conduct of a sexual nature when:
(1) submission to such conduct is made either explicitly or implicitly a term
or condition of an individual's employment.
(2) submission or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual; or
(3) such conduct has the purpose or effect of substantially interfering with
an individual's work performance or creating an intimidating, hostile, or
offensive working environment.

Article 9


9.1 Disclosure. An employee shall disclose all patentable inventions and technological
developments which the employee may develop or discover while an employee of the
University. With respect to discoveries or inventions made during the course of approved
outside employment, the employee may delay such disclosure for no more than one hundred and
eighty (180) days, when necessary to protect the outside employer's interests, until the decision
has been made whether to seek a patent.

9.2 Waiver of Rights. While an employee may, in accordance with Article 7, Outside
Activity/Conflict of interest, engage in outside employment pursuant to a consulting agreement,
the Office of Academic Affairs and the Office of Research and Graduate Programs, must
approve any requirement by the outside employer that the employee waive the
employee's/university's rights to any patentable invention or discoveries which arise during the
course of such outside employment. An employee who proposes to engage in outside
employment shall furnish a copy of the University's patents policy to the outside employer prior
to or at the time the consulting agreement is executed.

9.3 Federal Sponsorship. If the employee's activities involve inventions or discoveries
conceived under Federal sponsorship or supported by University funds or resources, then the
Office of Academic Affairs and the Office of Research and Graduate Programs shall not grant
permission to waive patent rights.

9.4 Reporting Procedures. The employee shall report to the President or designee the nature
of the discovery or new invention, together with an outline of the project and the conditions
under which it was done. If the University wishes to assert its interest in the patent, the President
or designee shall inform the employee within a maximum of one hundred and thirty-five (135)
days. It is understood that every effort shall be made at appropriate administrative levels to
expedite the decision-making process to minimize the time involved. The division of proceeds
between the University and the employee generated by the licensing of patent rights or trade
secrets shall be negotiated and reflected in a written contract between the University and the
employee. All such agreements shall comport with and satisfy any preexisting commitments to
outside sponsoring agencies, but the employee shall not commit any act which would tend to
defeat the University's interest in the matter, and the University shall take any necessary steps to
protect such interest.

Article 10


10.1 An employee shall not be required to perform assigned duties when:
(a) disabled or otherwise unable to perform them because of injury, illness, jury
duty, required U.S. military service, or when unable to so perform because the
employee's presence is required elsewhere because of injury, illness, or death in
the immediate family. Immediate family shall consist of mother, father, spouse,
sister, brother, child, a person in a legal dependent relationship with the
employee, or other relative living in the employee's household. The employee
shall notify the supervisor of the inability to serve as soon as possible.
(b) The university is closed for a state holiday or a declared emergency, unless the
special conditions of the appointment require the employee to perform duties at
these times. These days shall not be held against the employee with regard to
permitted days of leave pursuant to Section 10.2.
(c) Taking examinations for professional licensing related to the degree or
qualifying examinations are required by the university. These days shall not be
held against the employee with regard to permitted days of leave pursuant to
Section 10.2.
(d) Traveling to conferences or other events for professional development. UBOT
and the UFF-GAU encourage supervisors to facilitate professional development
and approval of attendance at such events shall not be unreasonably denied.
These days shall not be held against the employee with regard to permitted days
of leave pursuant to Section 10.2.

10.2 Personal time under this Article shall be with pay for up to five (5) days per semester
appointment. Each employee shall be credited with such five (5) days at the beginning of each
semester and shall use leave in increments of not less than one (1) day. For example, an
employee scheduled to work six (6) hours on Monday and three (3) hours on Tuesday, who is
unable to perform assigned duties on these days for any of the reasons described above, would be
charged with two (2) days of personal time, regardless of FTE appointment, or number of work
hours scheduled. The personal time provided under this article shall not be cumulative.

Article 11


11.1 Purpose. The parties agree that all problems should be resolved, whenever possible,
before filing of a grievance and they encourage open communication between administrators and
employees so that resort to the formal grievance procedure will not be necessary. The parties
further encourage the informal resolution of grievances. At each step in the grievance process,
participants are encouraged to pursue appropriate modes of conflict resolution. The purpose of
this Article is to promote a prompt and efficient procedure for the investigation and resolution of
grievances. The procedures hereinafter set forth shall be the sole and exclusive method of
resolving the grievances of employees.

11.2 Resort to Other Procedures. If prior to seeking resolution of a dispute by filing a
grievance hereunder, or while the grievance proceeding is in progress, an employee or UFF seeks
resolution of the matter in any other forum, whether administrative or judicial, the employer shall
have no obligation to entertain or proceed further with the matter pursuant to this grievance
procedure and the grievance shall be deemed withdrawn. Further, since the parties do not intend
that this grievance procedure be a device for appellate review, the President's response to a
recommendation of a hearing officer or other individual or group having appropriate jurisdiction
in any other procedure shall not be an act or omission giving rise to a grievance under this

11.3 Definitions. As used herein:
(a) The term "grievance" shall mean a dispute concerning the interpretation or
application of a specific term or provision of this Agreement, filed pursuant to this
Article, and subject to those exclusions appearing in other Articles of this
(b) The term "grievant" shall mean an employee or group of employees who has filed
a grievance in a dispute over a provision of this Agreement which confers rights
upon them, or UFF which has filed a grievance in a dispute over a provision of
this Agreement that confers rights upon UFF. A grievance filed by UFF which
alleges a violation of its rights by two (2) or more colleges, or a grievance filed by
employees in two (2) or more colleges, shall be initiated at Step 1.

11.4 Representation. UFF shall have the exclusive right to represent any employee in griev-
ances filed hereunder, provided employees may represent themselves or be represented by legal
counsel. If an employee elects not to be represented by UFF, the UBOT shall promptly inform
UFF in writing of the grievance. No resolution of any individually processed grievance shall be
inconsistent with the terms of this Agreement and for this purpose UFF shall have the right to
have an observer present at all meetings called between grievants and the UBOT for the purpose
of discussing grievances and shall be sent copies of all decisions at the same time they are sent to
the other participants.

11.5 Grievance Representatives. UFF shall furnish annually to the UBOT a list of all persons
authorized to act as grievance representatives and shall update the list as needed. The UFF
grievance representative shall have the responsibility to meet all instructional, research, and other
duties and responsibilities incidental to the assigned workload. Some of these activities are
scheduled to be performed at particular times. Such representative shall have the right, during
times outside of the hours scheduled for these activities, to investigate, consult, and prepare
grievance presentations and attend grievance meetings. Should any hearings or meetings with
the President, the UBOT, or their representatives necessitate rescheduling of assigned duties, the
representative may, with the approval of the appropriate administrator, arrange for the
rescheduling of such duties or their coverage by colleagues. Such approval shall not be
unreasonably withheld.

11.6 Appearances.
(a) When an employee participates during working hours in arbitration proceedings
or in a grievance meeting between the grievant or representative and the President
or UBOT or either of their representatives, that employee's compensation shall
neither be reduced nor increased for time spent in those activities.
(b) Prior to participation in any such proceedings, conferences, or meetings, the
employee shall make arrangements acceptable to the appropriate supervisor for
the performance of the employee's duties. Approval of such arrangements shall
not be unreasonably withheld. Time spent in such activities outside regular
working hours shall not be counted as time worked.

11.7 Grievance Forms. All written grievances, requests for review, and arbitration notices
must be submitted in writing on forms attached to this Agreement as Appendices C, D, E, and F
respectively, and shall be signed by the grievant. Except for the initial filing of the grievance, if
there is difficulty in meeting any time limit, the UFF representative may sign such documents for
the grievant. The UBOT, or its representatives, responsible for reviewing grievances at Step 1 or
Step 2, may refuse consideration of a grievance not filed in accordance with this Article.


11.8 Filing. The filing of a written grievance shall constitute a waiver of any rights the
grievant may have under Chapter 120, Florida Statutes, or under any other UBOT procedures
with regard to the matters contained in the grievance. A grievance may be withdrawn at any time
by the grievant or by the UFF representative.

11.9 Oral Step.
(a) An employee having a dispute concerning the interpretation or application of a
specific term or provision of this Agreement may, within ten (10) days following
the act or omission giving rise thereto, or the date on which the employee knew or
reasonably should have known of such act or omission, whichever is later, file a
grievance by presenting the grievance orally to the employee's faculty supervisor.
At the time the grievance is filed, the grievant shall identify it as such.
(b) The faculty supervisor, and the college dean, if appropriate, shall discuss the
grievance with the grievant and/or the grievant's representative, if any, and shall
issue a decision within ten (10) days following the date the grievance is filed at
the Oral Step.
11.10 Step l.
(a) If a grievance is not satisfactorily resolved at the Oral Step, the grievant may file a
written grievance, on the form contained in Appendix C, with the graduate dean
or designee within ten (10) days after the receipt of the decision at the Oral Step.
(b) In advance of the Step 1 meeting, the grievant shall have the right, upon request,
to a copy of any identifiable and currently existing documents relevant to the
(c) At the Step 1 meeting, the grievant shall have the right to present any evidence in
support of the grievance. The graduate dean shall meet with the grievant and/or
the grievant's representative no later than ten (10) days following the filing of the
grievance at Step 1 and shall issue a written decision to the grievant and the
grievant's representative, if any, within ten (10) days following the meeting.

11.11 Step 2.

(a) If the grievance has not been satisfactorily resolved at Step 1, UFF may, upon
request of the grievant and on the form contained in Appendix D, request a
review of the Step 1 decision by the President of the University. The request
shall be made within five (5) days after receipt of the Step 1 decision, and
shall include a copy of the grievance form filed at Step 1 and all written
responses and documents in support of the grievance.
(b) The President, or his/her representative, shall meet with the UFF grievance
representative within five (5) days after receipt of the request at Step 2 and
shall issue a written decision to the grievant and the grievant's representative,
if any, within five (5) days following the meeting.

11.12 Step3.
If the grievance has not been satisfactorily resolved at Step 2, UFF may, upon the request
of the grievant, proceed to arbitration by filing a written notice of intent to do so on a form

contained in Appendix F. Notice of intent to proceed to arbitration must be filed with the
President or representative within ten (10) days after receipt of the Step 2 decision and shall be
signed by the grievant and the UFF President or representative.

11.13 Selection of Arbitrator. The Arbitrator shall be one person from a list of seven qualified
neutrals from the Northern Florida Sub-Regional Panel of the Federal Mediation Conciliation
Service (FMCS). The party requesting arbitration will be responsible for requesting the list from
FMCS. Selection shall be by mutual agreement or by alternately striking names from the
Arbitration Panel list until one (1) name remains. The winner of a coin toss shall be the first to
strike a name from the list.

11.14 Authority of the Arbitrator.
(a) The arbitrator shall neither add to, subtract from, modify, nor alter the terms or
provisions of this Agreement. Arbitration shall be confined solely to the
application and/or interpretation of this Agreement and the precise issues)
submitted for arbitration. The arbitrator shall have no authority to determine any
other issue. The arbitrator shall refrain from issuing any statements of opinion or
conclusions not essential to the determination of the issues submitted.
(b) If a supervisor has made a judgment involving the exercise of discretion, such as
decisions regarding evaluation, the arbitrator shall not substitute the arbitrator's
judgment for that of the supervisor, nor shall the arbitrator review such decision
except for the purpose of determining whether the decision has violated this
(c) If the arbitrator determines that the Agreement has been violated, the arbitrator
shall direct the UBOT to take appropriate action. An arbitrator may award back
pay if the arbitrator determines that the employee is not receiving the appropriate
compensation from the University, but the arbitrator may not award other
monetary damages or penalties.
(d) If notice that further employment will not be offered is not given on time, the
arbitrator may direct the UBOT to renew the appointment only upon a finding that
no other remedy is adequate, and that the notice was given so late that (1) the
employee was deprived of reasonable opportunity to seek other employment, or
(2) the employee actually rejected an offer of comparable employment that the
employee otherwise would have accepted.

11.15 Burden of Proof. In all grievances except disciplinary grievances, the burden of proof
shall be on the employee. In disciplinary grievances, the burden of proof shall be on the UBOT.

11.16 Arbitrability. In any proceeding, the first matter to be decided is the arbitrator's
jurisdiction to act, which decision the arbitrator shall announce. Upon concluding that the
arbitrator has no such power, the arbitrator shall make no decision or recommendation as to the
merits of the grievance. Upon concluding that the issue is arbitrable, the arbitrator shall
normally proceed with the hearing at that time, provided that either party may seek judicial
review of the arbitrator's decision as to jurisdiction and have the hearing on the merits of the
grievance delayed until such review is completed, pursuant to Section 682.03, Florida Statutes.

11.17 Conduct of Hearing. The arbitrator shall hold the hearing in the city where the grievant is
employed, unless otherwise agreed by the parties. The hearing shall commence within fourteen
(14) days of the arbitrator's acceptance of selection or as soon thereafter as is practicable, and the
arbitrator shall issue the decision within thirty (30) days of the close of the hearing or the
submission of briefs, whichever is later, unless additional time is agreed to by the parties.

The decision shall be in writing and shall set forth findings of fact, reasoning, and
conclusions on the issues submitted. Except as expressly specified in this Article, the provisions
of the Florida Arbitration Code, Chapter 682, Florida Statutes, shall not apply.

11.18 Effect of Decision. The decision or award of the arbitrator shall be final and binding
upon the UBOT and the grievant, provided that either party may appeal to an appropriate court
of law a decision that was rendered by the arbitrator acting outside of or beyond the arbitrator's
jurisdiction, pursuant to Section 682.0, Florida Statutes.

11.19 Fees and Expenses. All fees and expenses of the arbitrator shall be divided equally
between the parties. Each party shall bear the cost of preparing and presenting its own case. The
party desiring a transcript of the arbitration proceedings shall provide written notice to the other
party of its intention to have a transcript of the arbitration made at least one (1) week prior to the
date of the arbitration. The party desiring such transcript shall be responsible for scheduling a
stenotype reporter to record the proceedings. The parties shall share equally the appearance fee
of the stenotype reporter and the cost of obtaining an original transcript and one (1) copy for the
party originally requesting a transcript of the proceedings. The requesting party shall, at its
expense, photocopy the copy of the transcript received from the reporter and deliver the
photocopy to the other party within five (5) days after receiving the copy of the transcript from
the reporter.

11.20 Time Limits. All time limits contained in this Article may be extended by mutual
agreement of the parties, except that the time limits for the initial filing of a grievance may be
extended only by agreement between the Board and UFF or their representatives. Upon failure
of the Board or the University to provide a decision within the time limits provided in this
Article, the grievant or UFF, where appropriate, may appeal to the next step. Upon the failure of
the grievant or UFF, where appropriate, to file an appeal within the time limits provided in this
Article, the grievance shall be deemed to have been resolved by the decision at the prior step.

11.21 Notification. All grievances, requests for review, notices, and decisions shall be
transmitted in person or by certified or registered mail, restricted delivery, return receipt
requested. In the event of a question as to the timeliness of any grievance, request for review,
notice, or decision, the date of receipt shall be determinative. In the event that any action falls
due on a day when the University or the Board (as appropriate) is closed for normal business, the
action will be considered timely if it is accomplished by 5:00 p.m. on the following business day.

11.22 Precedent.
(a) No complaint informally resolved or grievance resolved prior to arbitration shall
constitute a precedent for any purpose unless agreed to in writing by the Board
and UFF acting through its president or representative.

(b) The interpretation of a provision of this Agreement shall not constitute a
precedent for interpretation of the same or similar provisions in other collective
bargaining agreements operative in the State University System.

11.23 Retroactivity. An arbitrator's award may or may not be retroactive as the equities of each
case may demand, but in no case shall an award be retroactive to a date earlier than thirty-five
(35) days prior to the date the grievance was initially filed in accordance with this Article or the
date on which the act or omission occurred, whichever is later.

11.24 Processing. The filing or pendency of any grievance, or of arbitration proceedings, under
this Article shall not operate to impede, preclude, or delay the Board or University from taking
the action complained of. Reasonable efforts, including the shortening of time limits when
practical, shall be made to conclude the processing of a grievance prior to the expiration of the
grievant's employment, whether by termination or failure to reappoint. In no event shall any
employee, as a result of a pending grievance, receive compensation following cessation of

11.25 Reprisal. No reprisal of any kind will be made by the Board, University, UFF or their
representatives against any grievant, any witness, any UFF representative, or any other
participant in the grievance procedure by reason of such participation.

11.26 Records. All written materials pertinent to a grievance shall be filed separately from the
evaluation file of the grievant or witnesses, except decisions resulting from arbitration or

Article 12


12.1 Policy. The UBOT and the UFF-GAU agree that payment by the university of
tuition for graduate assistants, and non-resident fee charges for all out-of-state
graduate assistants, which results in those employees being allowed to waive such
payment, is highly desirable in order to attract high quality graduate students to the
University of Florida and to improve the quality of education.

12.2 Waivers.

(a) The UBOT and the UFF-GAU will continue to seek legislative funding to
meet the costs associated with tuition and non-resident fee waiver program.
Waivers shall be for at least the minimum number of credit hours required
to hold the employee's graduate assistant appointment. If sufficient
waivers are not available to provide all graduate assistants with such
waivers, first consideration for receipt of these waivers shall be given to
graduate assistants who were employed and receiving a waiver for at least
one (1) semester during the prior academic year and who are students in
good standing.

(b) In order to supplement the waivers provided by the Legislature for this
program and following the practice of other major research institutions
throughout the country, the University shall require those individuals who
make application for contracts or grants to incorporate the costs of the
tuition and non-resident fee charges which are associated with graduate
assistants who are to be supported by such contract or grant into the
contract or grant proposal.

12.3 Report to UFF-GAU. A report of the distribution of tuition and non-resident fees
paid by the university shall be provided to UFF-GAU within two (2) weeks after
the report is final. This report shall include information regarding the total amount
of tuition and non-resident fee waivers as well as employee name, academic
department, and the number of hours the employee was authorized to waive.

12.4 The UBOT and UFF-GAU agree to special consultation relating to the issues of
fees and fee payroll deduction.

Article 13


13.1 Reservation of Rights: The UBOT retains and reserves to itself all rights, powers,
and authority vested in it, whether exercised or not, including but not limited to the
right to plan, manage, and control the University of Florida and in all respects
carry out the ordinary and customary functions of management.

13.2 Limitations. All such rights, powers, and authority are retained by the UBOT
subject only to those limitations expressly imposed by this Agreement. Only
violations of such limitations shall be subject to Article 11, Grievance Procedure.

Article 14


14.1 University Facilities. UFF-GAU shall have the right to use University facilities for
meetings and all other services on the same basis as they are generally available to other
University-related organizations. University-related organizations are defined as follows;

University-related Groups and Organizations. Those groups and organizations may or may not
receive budgetary support. Examples of such groups include: student organizations, honor
societies, fraternities, sororities, alumni associations, faculty committees, career service staff
council, direct support organizations, the United Faculty of Florida, etc.

14.2 Bulletin Boards. UFF-GAU may post bulletins and notices relevant to its position as the
collective bargaining representative of the employees on one (1) bulletin board in each
department in which employees work. The University shall notify the UFF-GAU of the location
of said bulletin boards by the first day of class in the Fall Semester. Materials placed on
designated bulletin boards may not be used for election campaigns for public office or for
exclusive representation campaigns. The University shall provide UFF-GAU an entry on the
website listings of the main UF web page.

14.3 UFF-GAU Leaves of Absence.
(a) At the request of UFF-GAU in writing, leaves of absence of at least one (1) semester
shall be considered to a maximum of six (6) employees designated by UFF-GAU for the purpose
of carrying out UFF-GAU's obligation in representing employees and administering this
Agreement. Such leave shall be for the employee's FTE rate, i.e., .5 FTE, .33 FTE, etc.
(b) No more than one (1) employee from a single department need be given such leave.
(c) UFF-GAU shall reimburse the University for the employee's salary and other benefits.
(d) The employee shall have all other rights of employees and shall receive the average
salary increase granted to other members of the bargaining unit at that University.
(e) The University or the UFBOT shall not be liable for the acts or omissions of said
employees in furtherance of union activity during the leave, and UFF-GAU shall hold the
University harmless for any such acts or omissions.
(f) An employee on such leave shall not be evaluated for this activity.
(g) UFF-GAU shall transmit requests for such leave to the University President no later than
June 1 for leaves in the Fall Semester and no later than October 20 for leaves in the Spring

14.4 Released Time.
(a) The University agrees to provide up to .75 FTE units of released time per semester during
the academic year and .75 FTE units of released time to be divided between Summer A and
Summer B, to employees designated by the UFF-GAU for the purpose of carrying out the UFF-
GAU's obligations in representing employees to receive released time during the academic year,
subject to the following conditions:

(1) No more than one employee per department may be granted released time at any one
time. For departments with more than one hundred (100) graduate assistants, a second employee
may be granted released time with the approval of the chair/director.
(2) No employee shall be granted more than .25 FTE released time per semester or summer
(3) An employee who has been granted released time for two consecutive semesters in an
academic year (Fall-Spring or Spring-Fall) shall not again be eligible for released time until two
consecutive semesters have elapsed following the end of the second semester in which such
released time was granted.
(4) The UFF-GAU shall provide the University with a list of requested designees for the
academic year no later than the first day of classes for the Fall Semester. The list will indicate
each employee's requested FTE for released time. Upon approval of the designees by the
University, the designees shall serve for one (1) academic year. Substitutions for the Spring
Semester may be made upon written notification submitted by the UFF-GAU to the University
no later than the first day of classes for the Spring Semester.
(5) Employees on released time must remain students in good standing at the University
during their released time appointment.
(b) Released time shall be used for conducting University-related UFF-GAU business, at the
university or State level, and shall not be used for lobbying or other political representation.
Leave for lobbying or other political representation may be purchased by the UFF-GAU pursuant
to Section 14.3.
(c) Upon the failure of the UFF-GAU to provide a list of designees by the specified
deadlines, the University may refuse to honor any of the released time requests which were
submitted late. Substitutions submitted after the deadlines in Section 14.4(a)(4) shall be allowed
at the discretion of the University.
(d) Employees on released time shall be eligible for stipend increases on the same basis as
other employees, but their released time activities shall not be evaluated nor taken into
consideration by the University in making personnel decisions.
(e) Employees on released time shall retain all rights and responsibilities as employees, but
shall not be considered representatives or agents of the University or UBOT for any activities
undertaken on behalf of the UFF-GAU. The UFF-GAU agrees to hold the University and the
UBOT harmless for any claims arising from such activities, including the cost of defending
against such claims.

Article 15


15.1 Deductions. Pursuant to the provisions of Section 447.303, Florida Statutes, the
UBOT and UFF-GAU hereby agree to the deduction and remittance of UFF-GAU
membership dues and uniform assessments.

15.2 Procedure. During the term of this Agreement, the UBOT agrees to deduct UFF-
GAU membership dues and uniform assessments, if any, in an amount established
by UFF-GAU and certified in writing by the UFF-GAU Statewide President to the
UBOT, from the pay of those employees in the bargaining unit who individually
and voluntarily make such request on a written check-off authorization form as
contained in Appendix B to this Agreement, as follows:

(a) Commencement of Deduction. Deductions will be made beginning with
the first full pay period commencing at least seven (7) full days following
receipt by the University of check-off authorization. UFF-GAU shall give
written notice to the University of any changes in its dues or uniform
assessments at least forty-five (45) days prior to the effective date of any
such change.
(b) Remittance. The dues and uniform assessments deducted, if any, shall be
remitted by the University to the UFF-GAU Statewide President within
thirty (30) days following the end of the pay period. Accompanying each
remittance shall be a list of the employees from whose salaries such
deductions were made and the amounts deducted.
(c) Termination of Deduction. The University's responsibility for deducting
dues and uniform assessments, if any, from an employee's salary shall
terminate automatically upon either (1) thirty (30) days written notice from
the employee to the University personnel office revoking that employee's
prior check-off authorization, or (2) the discontinuance of the authorizing
employee's status within the bargaining unit. The University shall notify
the UFF-GAU Chapter of all terminations of deduction prior to their
effective date. Employees who have valid dues check-of authorizations
filed with the University, whose dues check-off is discontinued because of
a leave without pay or movement to a non-profit position, shall have their
dues check-off resumed upon return to pay status within the bargaining
unit, provided the absence from the unit is not longer than two consecutive
semesters (i.e., Fall-Spring, Spring-Summer, or Summer-Fall).

15.3 Indemnification. UFF-GAU assumes responsibility for: (1) all claims against the
UBOT and the University, including the cost of defending such actions, arising

from their compliance with this Article, and for (2) all monies deducted under this
Article and remitted to UFF-GAU. UFF-GAU shall promptly refund to the
University excess monies received under this Article.

15.4 Exceptions. The UBOT will not deduct any UFF-GAU fines, penalties, or special
assessments from the pay of any employee.

15.5 Termination of Agreement. The UBOT's responsibilities under this Article shall
terminate automatically upon: (1) decertification of UFF-GAU or the suspension
or revocation of its certification by the Florida Public Employees Relations
Commission, or (2) revocation of UFF-GAU's check-off privilege by the Florida
Public Employees Relations Commission.

Article 16


The UBOT agrees to provide one (1) payroll deduction per employee per pay period for
the UFF-GAU voluntary economic services programs. It is understood that all such
programs and deductions will meet requirements of State and UBOT rules and

Article 17


17.1 No Strike or Lockout. The UBOT agrees that there will be no lockout at the
University during the term of this Agreement. UFF-GAU agrees that there will be
no strike by itself or by any employees during the term of this Agreement.

17.2 Effect of Passage of Law. Any provision of this Agreement which is contrary to
law, but becomes legal during the term of this Agreement, shall take immediate
effect upon the enactment of such legislation.

17.3 Legislative Action. The UBOT and UFF-GAU agree that neither will attempt to
influence or support changes in existing statutes or legislation which would
change the terms of this Agreement.

17.4 Venue. For purposes of venue in any judicial review of an arbitrator's decision,
the parties elect to submit themselves to the jurisdiction of the courts in Alachua
County, Florida. In an action commenced in Alachua County, neither the UBOT
nor UFF-GAU will move for a change of venue based upon the defendant's
residence in fact if other than Alachua County.

17.5 Copies of Agreement. The UBOT agrees to send to the UFF-GAU office
sufficient copies of the ratified Agreement, and amended articles or provisions. A
link to the final Agreement will be placed in an appropriate location on the
University of Florida Graduate School web page.

17.6 Class Titles. Whenever the UBOT creates a new class, it shall designate such
class as being either within or outside the bargaining unit and shall notify UFF-
GAU. Further, if the UBOT revises the specifications of an existing class so that
its bargaining unit designation is changed, it shall notify UFF-GAU of such new
designation. Within ten (10) days following such notification, UFF-GAU may
request a meeting with the UBOT or its representative for the purpose of
discussing the designation. If, following such discussion UFF-GAU disagrees
with the designation, it may request the Florida Public Employees Relations
Commission to resolve the dispute through unit clarification proceedings. An
employee may request a review of the appropriateness of the employee's
classification by the appropriate University office. The matter shall not be subject
to Article 11, Grievance Procedure.

17.7 Report to UFF-GAU. The University shall provide a report containing the
following information to the UFF-GAU chapter no later than the third week of the

semester, if practicable: employee name, class title/code, hiring/academic
department, pay rate, employee FTE, email address, and campus mail address.
This report is in addition to the reports provided by the University pursuant to
Sections 12.3 and 23.8.

17.8 Dissemination of Information. Each university agrees to work with the local UFF-
GAU to disseminate information.

Article 18


18.1 Work Space. If the UBOT requires that the assigned duties of an employee be
performed in a specific on-campus location, other than the computer center or the
library, the UBOT shall provide space for such assignment. If practicable, space
shall be provided where private consultations with employees' students may be
held. Before an employee's work space location is changed, or before there is a
substantial alteration to an employee's work space to a degree that impedes the
employee's work effectiveness, the affected employee shall be notified, if
practicable, at least one (1) month prior to such change.

18.2 Mail. Employees shall be entitled to receive employment-related mail at their
work location. Each employee shall be notified of a location where such mail may
be picked up.

18.3 Safe Conditions. The University shall make every reasonable effort to provide
employees a safe working environment. Employees are responsible for
immediately reporting situations involving unsafe working conditions to
appropriate administrators. Appropriate administrators include, but are not limited
to, the employee's immediate supervisor, graduate coordinator, department chair,
or Dean. Whenever an employee reports a condition which the employee feels
represents a violation of safety or health rules and regulations or which is an
unreasonable hazard to persons or property, such conditions shall be promptly
investigated. The appropriate administrator will reply to the employee.

18.4 Limitation on Personal Liability.
(a) In the event an employee is sued for an act, event, or omission which may
fall within the scope of Section 768.28, Florida Statutes, the employee
should notify the President's office as soon as possible after receipt of the
summons commencing the action in order that the University and UBOT
may fulfill their obligation. Failure to notify the employer promptly may
affect the rights of the parties.
(b) For information purposes, the following pertinent language of Section
768.28(9), Florida Statutes, is reproduced herein:

No officer, employee, or agent of the state or its subdivisions
shall be held personally liable in tort for any injuries or damages
suffered as a result of any act, event, or omission of action in the
scope of his employment or function unless such officer, employee,
or agent acted in bad faith or with malicious purpose or in a manner

exhibiting wanton or willful disregard of human rights, safety, or

18.5 Access to Resources. Employees who are assigned instructional or research duties
shall be provided reasonable access to departmental laboratories, studios,
computer centers, photocopy services, and the like used in connection with
assigned responsibilities.

18.6 Health Insurance Policy. During the Fall Semester of the 2006 2007 academic
year, the UBOT agrees to provide a $500 subsidy to graduate assistants appointed
at 0.25 FTE or greater. Thereafter, beginning on or about January 15, 2007, the
UBOT agrees to pay the individual premium on the policy provided by the UBOT
for graduate assistants appointed at .25 FTE or greater. Students who are eligible
for this benefit include Graduate Assistants, Teaching Assistants, and Research
Assistants. The student must be enrolled in a graduate degree program, on an
appointment through Academic Personnel, appropriately registered, and appointed
for 0.25 FTE or greater for a particular semester. Section 18.6 is subject to the
grievance procedure, but only to the extent of the entitlement to the subsidy.

18.7 Health Insurance Committee. The local UFF-GAU president will appoint one (1)
employee to serve on the University's Student Health Insurance Committee.

Article 19


19.1 Limitation. The parties acknowledge that during the negotiations which resulted
in this Agreement, UFF-GAU had the unlimited right and opportunity to present
demands and proposals with respect to any and all matters lawfully subject to
collective bargaining, and that all of the understandings and agreements arrived at
thereby are set forth in this Agreement, and that it shall constitute the entire and
sole Agreement between the parties for its duration.

19.2 No Obligation to Bargain. Therefore, the UBOT and UFF-GAU, during the term
of this Agreement, voluntarily and unqualifiedly waive the right, and agree that the
other shall not be obligated, to bargain collectively with respect to any subject or
matter, whether or not referred to or covered by this Agreement, even though such
subject or matter may not have been within the knowledge or contemplation of the
parties at the time they negotiated or signed this Agreement.

19.3 Modifications. Nothing herein shall, however, preclude the parties from mutually
agreeing to alter, amend, delete, enlarge, or modify any of the provisions of this
Agreement in writing.

Article 20


In the event that any provision of this Agreement (a) is found to be invalid or
unenforceable by final decision of a tribunal of competent jurisdiction, or (b) is rendered
invalid by reason of subsequently enacted legislation, or (c) shall have the effect of a loss
to the State of Florida or to the UBOT of funds, property, or services made available
through federal law, or (d) pursuant to Section 447.309(3), Florida Statutes, can take
effect only upon the amendment of a law, rule or regulation and the governmental body
having such amendatory powers fails to take appropriate legislative action, then that
provision shall be of no force or effect, but the remainder of the Agreement shall continue
in full force and effect. If a provision of this Agreement fails for reason (a), (b), or (c)
above, the parties shall enter into immediate negotiations for the purpose of arriving at a
mutually satisfactory replacement for such provision.

Article 21


21.1 Duration. The agreement shall become effective on the date it is ratified by both
parties and remain in effect through June 30, 2008, with the following exceptions:

(a) Re-opener negotiations shall begin upon the request by either party
no later than April 1st of each contract year. Subjects for such
renegotiations shall be Stipends (Article 23) and, in addition, each
party may choose up to two additional articles.
(b) Negotiations for a successor agreement shall begin upon request by
either party but no later than March 1, 2008.

21.2 Amendments. In the event the UBOT and UFF-GAU negotiate a mutually
acceptable amendment, it shall be put in writing and become part of this
Agreement upon ratification by both parties.

Article 22


22.1 Bargaining unit means those employees, collectively, represented for collective
bargaining purposes by UFF-GAU pursuant to the certification of the Florida
Public Employees Relations Commission.

22.2 University Board of Trustees or UBOT means the body established by Chapter
1001.71, Florida Statutes.

22.3 Days means calendar days.

22.4 Employee means a member of the bargaining unit.

22.5 Faculty supervisor means the individual identified by the President or
representative as having immediate administrative authority over bargaining unit

22.6 Graduate assistant means a person employed in the bargaining unit.

22.7 Titles and headings the title of Articles and headings which precede text are
inserted solely for convenience of reference and shall not be deemed to limit or
affect the meaning, construction, or effect of any provision of this Agreement.

22.8 UFF-GAU means United Faculty of Florida/Graduate Assistants United.

22.9 University means the University of Florida and its officials, representatives, and

Article 23

23.1 Minimum Stipend. Each nine-month (9) employee on a .50 FTE appointment
shall be guaranteed a minimum stipend of $8,250. Appointments greater or less
than .50 FTE shall be paid at a stipend rate representing a proportion of this
minimum as determined by the fractional FTE appointment and the budgeted
weeks of activity.

23.2 Nothing contained herein shall prevent employees whose salaries are funded by
grant agencies from being allotted raises higher than those provided in this

23.3 Initial Payment. Those employees who have been employed as graduate assistants
within the last six (6) months shall, if practicable, receive their first pay check not
later than six (6) weeks after the receipt by the Academic Personnel Office of the
properly completed appointment papers, or by the appropriate payday for the
payroll period following the employee's appointment, whichever is later.

23.4 The UBOT and UFF-GAU agree to special consultation relating to the issue of
wage compression and inversion.

23.5 Nothing contained herein shall prevent the University or its units from providing
salary increases beyond the increases specified above.

Article 24


24.1 Consultation with President. The President or their representatives on each
campus shall meet with the UFF-GAU Chapter representatives to discuss matters
pertinent to the implementation or administration of this Agreement, University
actions affecting terms and conditions of employment unique to the University, or
any other mutually agreeable matters. Such meetings shall occur once (1) per Fall
semester and once (1) per Spring semester unless the parties agree to meet more
frequently. The party requesting consultation shall submit a written list of agenda
items in advance of the meeting if it wishes to discuss specific issues.

24.2 Special Consultation. The UFF-GAU Chapter may request a special consultation
with the graduate dean or representative to discuss enforcement of specific
provisions of this Agreement or issues related to the administration of the
Agreement. Such requests for special consultation shall not be unreasonably

24.3 The parties understand and agree that such meetings held pursuant to Sections
24.1 or 24.2 shall not constitute or be used for the purpose of collective

IN WITNESS THEREOF, the parties have set their signatures this


day of ,2005.






(Employee's Name)

Assignment made on



to begin



Date assignment was discussed with faculty supervisor

I believe my assignment exceeds contractual guidelines as specified in Article 6 because:

Submitted to on

(Department Chair)


Date received by Department Chair

I request that
will review this assignment.

_, faculty member of this department, serve on the committee that

(Employee's Signature)



Committee Members:

(College Dean or

(Faculty member
designated by

faculty member
selected by other
two committee

Date dispute discussed with employee

By majority vote of this committee, the following decision has been made:

The disputed assignment is not in excess of contractual guidelines as
specified in Article 6.

The disputed assignment is in excess of contractual guidelines as
specified in Article 6.

Decision issued on





I authorize the University Board of Trustees, through the University, to deduct from my pay,
starting with the first full pay period commencing not earlier than seven (7) days from the date
this authorization is received by the University, membership dues and uniform assessments of
the United Faculty of Florida in such amount as may be established from time to time in
accordance with the constitution and bylaws of the UFF and certified in writing to the Florida
University Board of Trustees by the UFF, and I direct that the sum or sums so deducted be paid
over to the UFF.

Dues payments to UFF-FTP-NEA are not tax deductible as charitable contributions for Federal
income tax purposes. However, they may be tax deductible under other provisions of the
Internal Revenue Code.

This authorization shall continue until either (1) revoked by me at any time upon thirty (30) days
written notice to the University Personnel Office, or (2) the discontinuance of my status within
this bargaining unit for more than two consecutive semesters (i.e. Fall-Spring, Spring-Summer,
or Summer-Fall).

Date Employee's Signature

UF ID NUMBER Name-printed

Department University

Effective date if later than above:

Please return to your UFF Chapter treasurer or UFF State Office, FTP/NEA, 213 South Adams
Street, Tallahassee, Florida 32301.


United Faculty of Florida (UFF-FTP-NEA)

Please PRINT complete information where necessary.

Social Security Numbe

Home Address

Check One
Dr. Mr.
r Ms. Mrs.

Campus Address

Last Name, First Name, MI


City, State, Zip Code Office Phone

Bldg./Room #

Home Phone

Please enroll me as a member of the United Faculty of Florida (UFF-FTP-NEA).

All UFF members are also members of the Florida Teaching Profession-National Education
Association and the National Education Association at no additional cost.

UFF-FTP-NEA dues are 1 percent of regular salary for members for which the United Faculty of
Florida is the bargaining agent.

Dues payments to UFF-FTP-NEA are not tax deductible as charitable contributions for Federal
income tax purposes. However, they may be tax deductible under other provisions of the
Internal Revenue Code.

Signature of member


Return your completed membership form to your Chapter Treasurer or UFF State Office, FTP-
NEA Building, 213 South Adams Street, Tallahassee, Florida 32301.




I authorize the University Board of Trustees, through the university, to deduct from my pay,
starting with the first full biweekly pay period commencing not earlier than seven (7) days from
the date this authorization is received by the university, contributions to the UFF Political Action
Committee in the amount of $1.00 per pay period, and I direct that the sum so deducted be paid
over to the UFF.

Contributions or gifts to UFF-PAC are not tax deductible as charitable contributions for Federal
income tax purposes. However, they may be tax deductible under other provisions of the
Internal Revenue Code.
The above deduction authorization shall continue until either (1) revoked by me at any time upon
thirty (30) days written notice to the University Personnel Office and to the UFF, or (2) my
transfer or promotion out of this bargaining unit for more than two consecutive semesters (i.e.
Fall-Spring, Spring-Summer, or Summer-Fall).

Signature of Member Date

Name Printed UF ID NUMBER

Department University

Effective date if later than above:

Return to your Chapter Treasurer or the UFF State Office, FTP-NEA Building, 213 South
Adams Street, Tallahassee, Florida 32301.



Please PRINT complete information where necessary.

Check One



Dr. Mr.
Last Name, First Name, MI

Home Address


Campus Address


City, State, Zip Code State Sen. Dist.

Cong. Dist.


Bldg./Room #

State House Dist.

Sex Birthdate

Please enroll me as a member of the United Faculty of Florida Political Action Committee.
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Office Phone:

If grievant is represented by UFF or legal counsel, all University communications should go to
the grievant's representative as well as the grievant.

Other address to which University mailings pertaining to grievance shall be sent:


Provisions of Agreement allegedly violated (specify Articles and Sections):

Statement of grievance (must include date of acts or omissions complained of):

Remedy Sought:


I will be represented in this grievance by: (check one representative must sign on appropriate


Legal Counsel



This grievance was filed with the Graduate Dean on
(certified or registered; restricted delivery; return receipt requested)

,by (check one) mail
; personal

Signature of Grievant
(Grievant must sign if grievance is to be processed.)

Date received by the Graduate Dean:

Copies of the Step 1 Decision shall be sent to:

Step 1 Representative
Faculty Supervisor









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Office Address:


Provisions of Agreement allegedly violated (as specified at Step 1):

I hereby request that the President or representative review the attached decision made in
connection with the attached grievance because:

Grievant received decision on and filed this request for review
with the President's office by (check one): mail (certified or
registered; restricted delivery; return receipt requested) ; personal delivery

Date of receipt by President's Office:

Signature of Grievant

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